BUS 335 Week 8 Quiz Strayer

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http://www.hwgala.com/BUS-335-Week-8-Quiz-Strayer-325.htmQuiz 7 Chapter 10Student: ___________________________________________________________________________1.Internal selection is virtually identical to external selection both in terms of the applicability of the logic of the prediction principle, and in terms of the relevance of data about past job experiences.TrueFalse2.In comparison with external selection, internal selection places greater emphasis on predictor signs than samples.TrueFalse3.In internal selection, managers tend to overemphasize subjective opinions about job candidates, with a consequent increase in decisions with low validity.TrueFalse4.Organizations typically have better data with which to make choices on internal than external candidates.TrueFalse5.Depth of information and relevance are the only advantages that internal selection has over external selection.TrueFalse6.Sometimes individuals who have excellent skills in engineering and scientific positions do not have good managerial skills.TrueFalse7.In comparing internal selection with external selection, an advantage of internal selection is that ________.A.internal selection requires few procedures to locate and screen viable job candidatesB.internal selection presents fewer dangers of incurring legal liability than external selectionC.information about internal candidates tends to be more verifiable than information about external candidatesD.there is less need to use multiple predictors in assessing internal candidates than with external candidates8.Within the context of internal selection, an accurate statement about the logic of prediction would be that _____________.A.the logic of prediction can be applied more precisely for internal selection than for external selectionB.the logic of prediction has identical application for internal and external selectionC.the logic of prediction works better for external selection than for internal selectionD.this concept does not apply to internal selection9.While information from internal selection can be better because multiple point of view can be combined, there are concerns that _____________.A.bribery for promotions is widespreadB.impression management and politics can play a role in who gets promotedC.internal candidates with poor technical skills are likely to be promotedD.instincts and intuition are not given enough weight10.Problems with using others' "feelings" about a job applicant include _____________.A.lowered hiring standards for some employeesB.discrimination on the basis of protected class statusC.decisions with low validityD.all of the above11.Talent management systems keep an ongoing organizational record of the skills, talents, and capabilities of an organization's employees.TrueFalse12.Organizations find that talent management systems are low cost and require little expertise.TrueFalse13.A virtue of peer assessments is that they rely on raters who are very knowledgeable of applicants' KSAOs.TrueFalse14.A different set of criteria are used to evaluate the effectiveness of internal assessment methods, since concepts like validity and adverse impact are unimportant for internal hiring.TrueFalse15.Where peer assessments are concerned, it would be accurate to say that _____________.A.peer ratings rely on voting to select the most promotable applicantsB.peer assessments are used for both internal and external applicantsC.peer rankings rely on ordering of peers being assessedD.peer rankings rely on assessments of each applicant using scores on a continuous numerical scale16.An important advantage of peer assessments is __________.A.lower probability of bias in the assessmentB.greater clarity in the criteria for assessmentC.enhanced employee morale through the fostering of a competitive spiritD.greater knowledge of the applicants' KSAOs17.Which of the following statements about various methods of managerial sponsorship is false?A.A coach is available to the person being assisted on and off the job.B.A coach provides day-to-day feedback.C.A mentor becomes personally responsible for the success of the person being assisted.D.A sponsor actively promotes the person being assisted for advancement opportunities.18.Experience refers to length of service or tenure with a job, department or organization.TrueFalse19.Seniority and experience are among the most prevalent methods of internal selection.TrueFalse20.Seniority is a highly valid method for internal selection.TrueFalse21.The validity of experience is higher than seniority for internal selection.TrueFalse22.Experience is better suited to predict long-term rather than short-term potential.TrueFalse23.Job knowledge tests hold great promise as a predictor of job performance.TrueFalse24.One advance over the simple use of performance ratings is to review past performance records more thoroughly, including an evaluation of various dimensions of performance that are particularly relevant to job performance.TrueFalse25.The argument behind the Peter Principle is that individuals who are good performers in one job will probably be good performers in the next job up the promotion ladder.TrueFalse26.In using performance appraisals to predict the performance of an individual being considered for promotion from a junior to a senior level position, it would be appropriate to use the results of performance appraisals for a junior-level technical position to make a selection decision concerning a promotion to a senior level managerial position.TrueFalse27.One potential problem with promotability ratings is that they may yield results that are different from results of performance appraisals and evaluations for pay increases.TrueFalse28.The incremental validity of assessment centers in predicting performance is relatively small.TrueFalse29.A substantive assessment method often used in the selection of production workers and staff technicians is the assessment center.TrueFalse30.An "in-basket" exercise involves a timed exercise that requires a job candidate to respond to simulated memoranda, reports, and other items requiring responses.TrueFalse31.When using assessment centers to predict job performance, available research has shown an average validity coefficient of .37, which should be considered a low level of validity.TrueFalse32.Where assessment centers are concerned, research has shown that the inclusion of peer evaluations and the use of psychologists as job candidate assessors rather than managers causes validity to increase.TrueFalse33.Assessment centers tend to generate positive reactions from participants.TrueFalse34.If, during an interview simulation, a job candidate is required to solicit information from the interviewer in order to solve a problem, this is most likely a "role play" type interview simulation.TrueFalse35.One advantage of using review boards representing various constituencies for hiring is that it means constituents will be less likely to voice objections once the candidate is hired.TrueFalse36.In-basket exercises are the most commonly used exercises in assessment centers.TrueFalse37.Assessment centers have no validity in predicting performance and promotability beyond personality traits and cognitive ability tests.TrueFalse38.One of the biggest limitations of assessment centers is their cost.TrueFalse39.Personality tests are used to predict the success of employees in overseas assignments.TrueFalse40.Which of the following is examples of substantive methods for internal selection?A.Skills inventoriesB.Managerial sponsorshipC.Career conceptsD.Performance appraisals41.Which of the following is true regarding performance appraisals and internal selection?A.It is illegal for organizations to use performance appraisals as a basis for internal selection decisions.B.Performance appraisals have no validity.C.Performance appraisals have no reliability.D.Performance appraisals are readily available in most organizations.42.Which of the following factors is the most relevant to the theory behind assessment centers?A.Prediction of the individual's behavior in critical roles through assessment by multiple methods.B.Matching applicants to KSAOs required by the job.C.Shortening the period of time needed to complete an assessment for a managerial position.D.Substituting HR assessors for line management assessors.43.A job candidate responding to an "in-basket exercise" would most likely be asked to _________.A.make a simulated visit to a customer locationB.participate in an interview simulationC.complete a written test to assess KSAOsD.draft memos to respond to letters received44.The use of the case analysis method of assessment is most appropriate for assessing ____________.A.ability to perform a technical taskB.problem-solving abilitiesC.leadership skillsD.social-interactive skills45.The validity of assessment centers as a method for internal selection is approximately ___________.A..00B..05-.15C..25-.35D..50-.6046.If the selection objective is to assess a candidate's ability to make a coherent persuasive report about the organization's annual results before a group of top managers, the best interview simulation to make this assessment would be a(n) ________.A.assessment centerB.in-basket exerciseC.role playD.oral presentation47.Which of the following assessment methods does not have at least moderately high validity?A.assessment centersB.job knowledge testsC.seniorityD.work experience48.The type of selection methods which are used to narrow down a list of finalists to those who will receive job offers is called _________ methods.A.discretionaryB.initialC.substantiveD.sequentialE.compensatory49.Which of the following is true regarding seniority?A.It refers to length of service or tenure.B.It is closely related to the type of job experience.C.It is closely related to the quality of job experience.D.It is a highly valid selection method.50.Research on the use of selection and experience as internal selection methods indicates that ___________.A.seniority is a more valid method of internal selection than experienceB.seniority is better suited to predict short-term rather than long-term potentialC.experience is less likely to be content valid if the past or present jobs are similar to the future jobD.experience is unlikely to remedy initial performance difficulties of low ability employees51.The concept which refers to the idea that individuals rise to their lowest level of incompetence is the _______.A.Peter PrincipleB.Promotability PrincipleC.Career Concept PrincipleD.4/5 Principle52.Security is of even greater importance in the administration of internal selection predictors than it might be in the external selection process.TrueFalse53.One step an organization can take to shatter the "glass ceiling" would be to have greater use of selection plans.TrueFalse54.Which of the following is an advantage of external recruiting?A.they ensure consistency from opening to closingB.they are useful for companies too small to have dedicated recruitersC.they are very inexpensiveD.all of the above55.An organization which is committed to shattering the "glass ceiling" should ___________.A.decrease its use of selection plansB.emphasize the use of traditional assessment methodsC.pay attention to the types of KSAOs needed for advancementD.undertake programs to raise employees' awareness of general career issues